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ii. Advise all relevant parties of the action taken. 3.7 Action after 3 Months of Active and Unsuccessful Job Referrals (a) The redeployee will be re-interviewed by the Agency every three months to discuss the following matters (a representative, including an accredited Union representative, or other support person, may be present, at the request of the Employee): i. The Employee's attitude toward redeployment. ii. iii. iv. Likelihood of permanent placement within the next 3 to 6 months. Clarification of the Employee's needs, i.e. retraining. Future options, such as continuation of the redeployment process, voluntary retirement, notice of redundancy. (b) The discussion and outcome/action be must be documented and placed on the redeployee's case file. 4. Retraining – Agency Action under Parts 41 & 43 of PSEMA 4.1 Where an Employee needs additional skills or exposure to new areas of work, a retraining program may be arranged in consultation with the Employee to take place over a 3 to 6 month period. Such a retraining program will be arranged by the home Agency but not necessarily within the Employee's home Agency. 4.2 Retraining is generally undertaken in a structured "on-the-job" training program. The redeployee may be placed in an area of work as an additional person or in an actual temporary vacancy. 4.3 If a temporary vacancy is used as a training placement, it is expected that there would be a structured training program applied to the placement for the purpose of assessing the redeployee's performance and ability associated with new skills to be learned. 4.4 The Employee's home Agency will monitor retraining progress. Written progress reports completed by the supervisor of the training placement are to be sent to the redeployee's home Agency at least once a month. The supervisor, before forwarding the report to the home Agency, should discuss it with the redeployee and give him/her an opportunity to comment and sign the report. 4.5 Where it is considered necessary and reasonable, formal courses of study may be considered for retraining purposes. 5. Voluntary Retrenchment 5.1 Where every endeavour has been made to place a potentially surplus Employee in other suitable employment or arrange training for such employment, and after assessing all 104 NTPS NURSES AND MIDWIVES’ 2011-2014 Enterprise Agreement
elevant information and the circumstances of the case, and it is considered that the Employee is unable to be retrained, the CEO will arrange for a meeting with the Employee (and where requested by the Employee, the Union), to discuss the option of voluntary retrenchment. 5.2 In discussing the option of voluntary retrenchment the provisions of clause 4 of Part A of Schedule should be addressed. 5.3 If all parties agree, the CEO will request that the Commissioner formally invite the redeployee to elect to be voluntarily retrenched and, where accepted, the Employee may be retrenched in accordance with clause 4 of Part A of this Schedule. 5.4 It should be made clear to the Employee that only the Commissioner can formally invite an Employee to be voluntary retrenched. 6. Notice of Redundancy 6.1 Clause 3 of Part A of this Schedule will not be formally invoked unless prior advice is given to the Employee (and where requested by the Employee, the Union), in a meeting which will be arranged by the Commissioner. 6.2 The process is outlined in clauses 3 and 4 of Part A of this Schedule. Clause 4 of Part A of this Schedule will not apply where clauses 3 or 5 have been invoked. 6.3 Some features of the notice process are outlined below: (a) (b) (c) (d) (e) During all periods of notice, the redeployment process and retraining, if necessary, will continue as outlined in clauses 3 and 4 of these Procedures. Normal entitlements will continue to accrue. At any time during all periods of notice, an Employee may elect, with the Commissioner's approval, to terminate employment from the NTPS or be transferred. An Employee may be transferred at his or her substantive level or to a lower level and salary. Where an Employee is transferred to a lower level and salary, income maintenance in accordance with clause 8 Part A of this Schedule will apply. Assistance may be provided to an Employee where the Employee wishes to seek employment outside the NTPS. 6.4 If the Employee's employment in the Public Sector is to be terminated, either during or at the end of a notice period, the Commissioner will advise all relevant parties and the Employee's case file will be closed. 7. Application of Inability Provisions to Former Redeployees 105 NTPS NURSES AND MIDWIVES’ 2011-2014 Enterprise Agreement
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NORTHERN TERRITORY PUBLIC SECTOR NU
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25. Post Graduate Qualification All
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4. Definitions For the purposes of
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7A.4 This clause will not operate,
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(b) (c) (d) (e) (f) (g) Increased d
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Conciliation 13.6 If the dispute re
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taken into account. 15. Filling of
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16.2.4 The committee will have the
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18.3 Access to EAPs by Employees an
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iii. In the demonstration of leader
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Nurse 6 (Registered Nurse / Registe
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Classification $ Previous salary fr
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23.8 If a decision is made under pa
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(e) (f) (g) be paid only once to an
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(b) (c) paid at the salary rate of
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(b) (c) (d) (e) (f) (g) (h) (i) (j)
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payment of overtime will be paid an
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(b) (c) (d) (e) (f) (g) (h) The per
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40.2 The Commonwealth Superannuatio
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44. Part-Time Employment 44.1 (a) S
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47.1.1 The CEO and an Employee cove
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47.2.3 Employees may choose to be r
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51.2 These expenses will be paid (a
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Clause Type of leave Paid leave Unp
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Clause Type of leave Paid leave Unp
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(g) (h) Where an Employee continues
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